Closing effectively

…An otherwise useful employee evaluation can still…derail late in the process if you don't…know how to close the meeting effectively,…and there are several crucial elements to consider.…Let's start with the need for clarification for any…parts of the conversation that simply didn't feel right.…Typically in an employee evaluation, there are portions of the talk that both…parties clearly agree on, and other areas where agreement wasn't quite as smooth.…That's…normal.…It's useful after completing the review to briefly go back to…the one, maybe two, areas that seemed a little more difficult.…

This helps the employee gain clarity, and…this also increases the odds the employee will…see the review as fair, such that they…won't hesitate to sign and accept the review.…Next, it's helpful to have a short questions…and answer session as part of the closing process.…The employee might want to…bring up some other aspect of performance, or inquire…about relevant dates or some other aspect of the process.…So it's good to be proactive, and give them the chance.…

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Released

2/4/2014

Make performance reviews more useful and motivating and less stressful for both you and your employees. In this course, Todd Dewett, PhD, shows managers how to conduct effective performance reviews, explaining how to set appropriate goals, gather feedback, write the formal review, and conduct effective meetings with employees. He also shows how to build performance review activities into your management style so that the review is no longer a once-yearly conversation.

Lynda.com is a PMI Registered Education Provider. This course qualifies for professional development units (PDUs). To view the activity and PDU details for this course, click here.

The information contained in the following course is provided with the viewer's understanding that the course should not be used as a substitute for consulting a human resource professional at your company for specific guidance. Lynda.com and LinkedIn expressly disclaim liability for any damages, loss, or risk, incurred as a direct or indirect consequence, from the use and application of any content herein.

The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.

Topics include:

Understanding the performance cycle

Setting performance goals

Collecting performance data and feedback

Writing the review

Discussing performance with an employee

Using a performance improvement plan (PIP)<br><br>

The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.